KACarterGroup
34300 Lantern Bay Drive, Unit 39
Diversity and Inclusion Dana Point, California
Assurance Review Phone: 206 – 920 ‐ 3079
E‐Mail: KACarterGroup@gmail.com
Web: http://www.linkedin.com/in/kevinacarter
The D&I assurance review analyzes how fairness, equal opportunity and inclusion are embedded in how employees are
sourced, selected, developed, rewarded, advanced and transitioned. The review leverages the American Productivity
and Quality Center “APQC” Human Resources (HR) Process Classification Framework “PCF”)1. The APQC HR PCF subset
used for this report includes six key high-level HR processes:
1. HR and D&I Planning, Policy and Strategy Formation
2. HR Information Systems (HRIS), Employee Opinion and Work Climate Data Management
3. Candidate Sourcing, Recruiting and Selecting Programs and Processes
4. Employee On-boarding, Appraising and Developing Programs and Processes
5. Employee Rewarding, Recognizing and Assisting Programs and Processes
6. Employee Redeploying, Transitioning and Retiring Programs and Processes
The HR PCF provides a widely communicated and accepted model to analyze D&I results that are in alignment with HR
Operational Processes, Certifications, Competencies, Specializations and Departments. The model also encourages a
more comprehensive and innovative review of all people processes that can be leveraged to develop a diverse and
inclusive workplace. Finally, the HR PCF typically makes practical sense to employees because the company is
transparently and deliberately identifying and monitoring processes that impact how co-workers are sourced, selected,
developed, advanced, rewarded and transitioned within the organization in a fair, equitable, and inclusive way.
The D&I assurance review includes seven steps:
1. Collecting and reviewing material in the six HR Processes above
2. Producing a D&I Lens Guidelines Report based on document review
3. Developing training and education for HR professionals to utilize the guidelines
4. Working in partnership with Executive and HR professionals to develop a sustainable framework to develop D&I
action plans for the upcoming fiscal year
5. Developing individual and company-wide D&I performance scorecards to track and monitor D&I progress
6. Formulating a communications strategy and plan to share the company’s D&I commitment to its stakeholders
7. Transitioning all assurance review expertise to company officials for on-going continuous improvement.
Kevin Carter, Senior Consultant with MDB Group, Inc. is uniquely qualified to conduct this D&I Assurance Review. Mr.
Carter has over 16 years of executive experience in the area of diversity, inclusion, and community involvement,
successfully leading diversity initiatives for organizations with 1,600 – 98,000 employees in a variety of industries and
market segments. In a recent assignment for a Global Top 10 company under increasing external scrutiny and concern
regarding its reputation for safety, equal opportunity and racial/ethnic representation, Mr. Carter worked with
external and internal stakeholders to better align D&I efforts with business objectives, to fully leverage employee
resource (affinity) groups for company success, and to integrate D&I within a new company-wide leadership
framework.
1
Founded in 1977, APQC is a member-based nonprofit that provides benchmarking and best-practice research for approximately 500
organizations worldwide in all industries. APQC's Process Classification Framework (PCF) provides an accepted, consistent framework
for assessing performance and creating effective business processes.